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          面向绩效编程
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        <h2 id="面向绩效编程"><a href="#面向绩效编程" class="headerlink" title="面向绩效编程"></a>面向绩效编程</h2><blockquote>
<p>简历驱动开发，人力资源管理，RDD（Resume Driven Development）</p>
</blockquote>
<p>Red Hat，It’s easy to say “hire good people” but hiring good people is hard.</p>
<h3 id="绩效-Performance"><a href="#绩效-Performance" class="headerlink" title="绩效 Performance"></a>绩效 Performance</h3><p>最早源于英国文官的考核方式。</p>
<h4 id="绩效的意义"><a href="#绩效的意义" class="headerlink" title="绩效的意义"></a>绩效的意义</h4><ul>
<li>企业发展</li>
<li>员工管理</li>
</ul>
<h4 id="成功案例"><a href="#成功案例" class="headerlink" title="成功案例"></a>成功案例</h4><ul>
<li>近因效应 Recency Effect ，对近期发生的事情，印象深刻；远期的事情，印象模糊</li>
<li>做好汇报、写好绩效总结；在绩效考核前期迅猛发力，针对一个领导使用一次</li>
<li>主管亲信，<strong>晕轮效应</strong>，光圈效应，只看重被评估者的某一特质</li>
</ul>
<h3 id="金钱困境"><a href="#金钱困境" class="headerlink" title="金钱困境"></a>金钱困境</h3><h3 id="贫穷的本质"><a href="#贫穷的本质" class="headerlink" title="贫穷的本质"></a>贫穷的本质</h3><p>同名书</p>
<ul>
<li><p>远期规划的丧失</p>
<ul>
<li>教育</li>
<li>温饱</li>
<li>压力</li>
</ul>
</li>
<li><p>贷款</p>
<ul>
<li>生子</li>
<li>婚姻，处理风险的方式</li>
<li>高利贷</li>
</ul>
</li>
<li><p>偏见</p>
</li>
</ul>
<h3 id="薪资瓶颈"><a href="#薪资瓶颈" class="headerlink" title="薪资瓶颈"></a>薪资瓶颈</h3><p>原因是绩效不突出</p>
<p>改善措施</p>
<ul>
<li>自驱力，在公司表现太佛系，丧失要的欲望</li>
<li>主动承担</li>
<li>跳槽</li>
</ul>
<h3 id="谈薪资本"><a href="#谈薪资本" class="headerlink" title="谈薪资本"></a>谈薪资本</h3><ul>
<li>你势在必得的谈判能力，麦肯锡谈判技巧<ul>
<li>换位思考，告诉领导自己下一个阶段的工作计划</li>
</ul>
</li>
<li>你不可替代的工作能力<ul>
<li>挖掘、打磨自己，不仅要自己觉得不一样，还需要同同事比较，比如文档能力</li>
</ul>
</li>
<li>你对金钱如饥似渴的程度，房贷压力重</li>
</ul>
<h2 id="跳出绩效应试的泥潭"><a href="#跳出绩效应试的泥潭" class="headerlink" title="跳出绩效应试的泥潭"></a>跳出绩效应试的泥潭</h2><p>我们知道绩效后，想知道其他人的绩效，比较；绩效不好的情况下。</p>
<p><strong>考试和绩效</strong></p>
<ul>
<li>考试是帮你自己拿到好成绩</li>
<li>职场是帮你领导拿到好成绩，目标和领导的目标对齐</li>
</ul>
<p><strong>渡人就是渡己</strong></p>
<h3 id="职场格局"><a href="#职场格局" class="headerlink" title="职场格局"></a>职场格局</h3><ul>
<li>考试只有对与错</li>
<li>职场却还有格局，<strong>打开格局看结果</strong></li>
</ul>
<h3 id="从单一考虑自己绩效走出来"><a href="#从单一考虑自己绩效走出来" class="headerlink" title="从单一考虑自己绩效走出来"></a>从单一考虑自己绩效走出来</h3><p>“固步自封”的自我绩效考核，沉溺于自己情绪的泥潭</p>
<ul>
<li>我为什么没拿到好绩效</li>
<li>是不是我不够优秀</li>
<li>是不是我产出太少</li>
</ul>
<p><strong>走出你自己的世界</strong></p>
<p>直接问领导，领导会说大环境不好、或者是你这阶段时间表现不够。实际上，领导可能一开始就定好绩效，是一种长期规划，比如需要留住人。</p>
<h3 id="绩效目的"><a href="#绩效目的" class="headerlink" title="绩效目的"></a>绩效目的</h3><ul>
<li>给出评价标准</li>
<li>更客观地评估员工</li>
<li>促进员工进步</li>
</ul>
<h3 id="如何发散自己的思维"><a href="#如何发散自己的思维" class="headerlink" title="如何发散自己的思维"></a>如何发散自己的思维</h3><p>推荐书《思考，快与慢》心理学家获得诺贝尔经济学奖</p>
<ul>
<li>系统1：快系统（自动驾驶）</li>
<li>系统2：慢系统（正常走路，被打断做数学题，深度思考），更多分析问题</li>
</ul>
<p><strong>什么是发散思维</strong></p>
<p>产生一题多解，</p>
<ul>
<li>多用系统2来思考，更多体力放在思考？</li>
<li>以多维度分析问题</li>
<li>保持好奇心</li>
</ul>
<p><strong>如何锻炼发散思维</strong></p>
<ul>
<li>头脑风暴</li>
<li>结构化思维，思维导图</li>
</ul>
<h3 id="一味埋头苦干的影响"><a href="#一味埋头苦干的影响" class="headerlink" title="一味埋头苦干的影响"></a>一味埋头苦干的影响</h3><p><strong>职场两型人</strong></p>
<ul>
<li>埋头苦干家，实干派</li>
<li>油嘴马屁精，擅长沟通交际</li>
</ul>
<p>你是哪类人？</p>
<ul>
<li>能说能做，一说就能说到点子上</li>
<li>善于言谈</li>
<li>善于做事，没有做好向上管理，实时沟通，正确时间说正确的话</li>
</ul>
<h3 id="为了加班而加班"><a href="#为了加班而加班" class="headerlink" title="为了加班而加班"></a>为了加班而加班</h3><p>加班多必须搭配产出多</p>
<p><strong>什么是真加班</strong></p>
<ul>
<li>我要上晚自习，学习新技能，推荐</li>
<li>我承诺的工作做不完，容易疲惫，效率低下，消极</li>
<li>我不想回家，逃避家庭责任</li>
</ul>
<p><strong>什么是假加班</strong></p>
<ul>
<li>别人加班你也加</li>
<li>领导不下班你就不下班</li>
</ul>
<h3 id="小明的加班"><a href="#小明的加班" class="headerlink" title="小明的加班"></a>小明的加班</h3><ul>
<li><p>每天加班到9点</p>
</li>
<li><p>最后一个离开公司</p>
</li>
<li><p>长时间饱和的状态，做事情仔细，力求扩展自己的知识面（工作中）</p>
</li>
</ul>
<p>丧失了思考的时间，无长远规划；</p>
<p>对于自己努力太过自信。</p>
<h3 id="加班的意义"><a href="#加班的意义" class="headerlink" title="加班的意义"></a>加班的意义</h3><ul>
<li>代表工作态度</li>
<li>代表工作效率</li>
</ul>
<h2 id="勇攀高峰"><a href="#勇攀高峰" class="headerlink" title="勇攀高峰"></a>勇攀高峰</h2><h3 id="了解公司的绩效体系"><a href="#了解公司的绩效体系" class="headerlink" title="了解公司的绩效体系"></a>了解公司的绩效体系</h3><p>根据岗位分类、层级</p>
<p><strong>岗位分类</strong></p>
<ul>
<li>管理类<ul>
<li>规划能力，分治算法，分而治之</li>
</ul>
</li>
<li>研发类<ul>
<li>技术能力（发展快的公司不关注，需要研发有产品经理能力）</li>
<li>创新能力</li>
</ul>
</li>
<li>其他，指标</li>
</ul>
<p><strong>能力分类</strong></p>
<ul>
<li>技术能力</li>
<li>业务能力，技术同学跟产品经理</li>
<li>协作能力</li>
</ul>
<p><strong>参与者分类</strong></p>
<ul>
<li>直接主管，直接合作关系</li>
<li>hr，裁判角色，资源平衡</li>
</ul>
<h3 id="收买老员工拯救自己"><a href="#收买老员工拯救自己" class="headerlink" title="收买老员工拯救自己"></a>收买老员工拯救自己</h3><p><strong>老员工不爱带新人</strong></p>
<ul>
<li>不愿传授自己的秘笈</li>
<li>得不到带人的回报</li>
<li>工作面临不断被打断</li>
</ul>
<p><strong>借助他人的力量</strong></p>
<ul>
<li>给予老员工尊重《如何让你喜欢的人喜欢你》</li>
<li>请老员工吃顿饭</li>
<li>主动夸赞老员工，多找亮点</li>
</ul>
<h3 id="改善绩效必杀技"><a href="#改善绩效必杀技" class="headerlink" title="改善绩效必杀技"></a>改善绩效必杀技</h3><p><strong>两种手段</strong></p>
<ul>
<li>心理手段，发生绩效考核前，近因效应（短期），晕轮效应（长期），对比效应（评估者对比）</li>
<li>行为手段，创新思维，汇报艺术，主动送功</li>
</ul>
<h3 id="代码重构"><a href="#代码重构" class="headerlink" title="代码重构"></a>代码重构</h3><p>编程架构</p>
<p><strong>重构前，火眼金睛</strong></p>
<ul>
<li>看清绩效结构</li>
<li>看清领导态度</li>
<li>看清公司环境</li>
</ul>
<p><strong>重构时，能进能退</strong></p>
<ul>
<li>保证质量</li>
<li>保证资源</li>
<li>保证创新，有所沉淀</li>
</ul>
<p><strong>重构后，善于发光</strong></p>
<ul>
<li>与数据挂钩</li>
<li>与质量挂钩</li>
<li>与资源挂钩</li>
</ul>
<h3 id="汇报方式的问题"><a href="#汇报方式的问题" class="headerlink" title="汇报方式的问题"></a>汇报方式的问题</h3><p>决定发展上限，不懂汇报是你的职场绊脚石</p>
<p><strong>汇报技能</strong></p>
<ul>
<li>演讲技能，即时演讲</li>
<li>结构化思维，工作方式，黄金圈法则 Why-How-What</li>
<li>数据分析能力</li>
</ul>
<p><strong>分析汇报能力</strong></p>
<ul>
<li>录音回放</li>
<li>问询他人</li>
</ul>
<h2 id="道歉降低负面效应"><a href="#道歉降低负面效应" class="headerlink" title="道歉降低负面效应"></a>道歉降低负面效应</h2><h3 id="错误的道歉"><a href="#错误的道歉" class="headerlink" title="错误的道歉"></a>错误的道歉</h3><ul>
<li>逃避责任</li>
<li>讨价还价，好像领导必须原谅你</li>
<li>扑朔迷离，左说一句、右说一句</li>
</ul>
<h3 id="正确的道歉"><a href="#正确的道歉" class="headerlink" title="正确的道歉"></a>正确的道歉</h3><ul>
<li>开门见山，</li>
<li>揣摩内容</li>
<li>方式正确，给领导选择权</li>
</ul>
<h3 id="绩效瓶颈"><a href="#绩效瓶颈" class="headerlink" title="绩效瓶颈"></a>绩效瓶颈</h3><p><strong>绩效瓶颈标准</strong></p>
<ul>
<li>绩效表现恒定</li>
<li>没有提升空间，你和你的领导不适配</li>
<li>对团队丧失兴趣</li>
</ul>
<p><strong>跳槽，增加的是信任成本</strong>，合作时间长的团队。</p>
<p><strong>走出瓶颈</strong></p>
<ul>
<li>主动向上沟通</li>
<li>明确工作规划</li>
<li>向晋升与涨薪发力</li>
</ul>
<h3 id="跳槽时机"><a href="#跳槽时机" class="headerlink" title="跳槽时机"></a>跳槽时机</h3><ul>
<li>组织信任感，团队不适配，沟通少，领导不放心我</li>
<li>工作的激情，对广告兴趣不感兴趣</li>
</ul>
<h3 id="填写绩效考核表事项"><a href="#填写绩效考核表事项" class="headerlink" title="填写绩效考核表事项"></a>填写绩效考核表事项</h3><p><strong>三不要</strong></p>
<ul>
<li>不要居高自傲</li>
<li>不要隐姓埋名，只写了几行</li>
<li>不要夸大事实</li>
</ul>
<p><strong>三步走</strong></p>
<ul>
<li>整理工作<ul>
<li>以流程管理工具为依据，jira数据导出</li>
<li>以代码提交记录为依据</li>
<li>以工作过程笔记为依据</li>
</ul>
</li>
<li>提炼精粹，总结出最好的三条工作，工作内容不是越多越好<ul>
<li>Excel数据分析</li>
<li>统计出整体数据</li>
</ul>
</li>
<li>突出重点，帮他人省力<ul>
<li>结合部门目标分析</li>
<li>结合主管绩效分析</li>
<li>从观者视角出发</li>
<li>要做到“可进可退”</li>
</ul>
</li>
</ul>
<h2 id="突破你的瓶颈"><a href="#突破你的瓶颈" class="headerlink" title="突破你的瓶颈"></a>突破你的瓶颈</h2><h3 id="如何创新持续发展"><a href="#如何创新持续发展" class="headerlink" title="如何创新持续发展"></a>如何创新持续发展</h3><p>TRIZ，核心理论，萃智，俄文缩写，发明问题的解决理论，加快人们创造发明的进程。</p>
<p>矛盾</p>
<ul>
<li><p>物理矛盾，同一个参数具有相反并且合理的需求，带的水杯希望喝的时候大，背的时候小</p>
<p>如何解决物理矛盾</p>
<ul>
<li>矛盾分离</li>
<li>时间、空间、条件和系统</li>
</ul>
</li>
<li><p>技术矛盾，一个参数的改善会引起另一个参数的恶化，是不同参数之间的矛盾</p>
<p><strong>如何解决技术矛盾</strong></p>
<ul>
<li>使用矛盾矩阵</li>
<li>确定横纵参数，获取如何解决</li>
</ul>
</li>
</ul>
<h3 id="凸显本我"><a href="#凸显本我" class="headerlink" title="凸显本我"></a>凸显本我</h3><p><strong>一页简历</strong></p>
<ul>
<li>降低筛选时间成本</li>
<li>突出重点</li>
</ul>
<p><strong>排版风格</strong></p>
<ul>
<li>尽量不贴照片</li>
<li>风格色彩统一</li>
</ul>
<p><strong>项目经验，事不过三</strong></p>
<p><strong>隐藏弱点</strong>，教育弱点放在最后部分</p>
<h3 id="如何提升个人影响力"><a href="#如何提升个人影响力" class="headerlink" title="如何提升个人影响力"></a>如何提升个人影响力</h3><p><strong>你有五年规划吗？</strong></p>
<p>每一年每一个月的规划，近期的每周每天的规划。敢想敢做。</p>
<p><strong>凡富于创造性必敏于模仿，凡不善于模仿的人决不能创造。</strong></p>
<p><strong>影响力提升法则</strong></p>
<ul>
<li>多写：出书、写博客</li>
<li>多说：大中小型演讲</li>
<li>多创造：发明专利，创新项目</li>
</ul>
<h3 id="TRIZ实践"><a href="#TRIZ实践" class="headerlink" title="TRIZ实践"></a>TRIZ实践</h3><p><strong>组合原理</strong></p>
<ul>
<li>将相同的或完成类似操作的物体组合</li>
<li>将时间上相同或类似的操作组合</li>
</ul>
<p><strong>多用性原理</strong></p>
<ul>
<li>同一个物体执行多种不同功能</li>
<li>不再需要借助其他物体</li>
</ul>
<p><strong>嵌套原理</strong></p>
<ul>
<li>一个物体立于另一个物体之内</li>
<li>一个物体通过另一个物体的空腔</li>
</ul>
<p><strong>预先防范原理</strong></p>
<ul>
<li>事先准备好应急手段，abs</li>
<li>增加物体的可靠性</li>
</ul>
<p><strong>动态原理</strong></p>
<ul>
<li>物体的特性变化每个阶段都是最佳</li>
<li>物体分成彼此相对移动部分</li>
</ul>
<p><strong>变害为宝</strong></p>
<ul>
<li>利用有害因素获取有益效果</li>
<li>利用有害因素之间的组合消除有害性</li>
</ul>
<p><strong>复制原理</strong></p>
<ul>
<li>用简单廉价复制品代替昂贵品</li>
<li>用光学拷贝代替物体</li>
</ul>
<h3 id="如何写下你的想法，分享"><a href="#如何写下你的想法，分享" class="headerlink" title="如何写下你的想法，分享"></a>如何写下你的想法，分享</h3><p><strong>写作 Write</strong></p>
<p><strong>出书 Pubish</strong> 打开知名度，提升个人标签，不要功利想法，造福别人。</p>
<p><strong>博客 Blog</strong>，除了技术的blog和美食blog也可以有。</p>
<p><strong>专利 Patent</strong> 敢想。</p>
<h3 id="录下你的想法"><a href="#录下你的想法" class="headerlink" title="录下你的想法"></a>录下你的想法</h3><p><strong>演讲 Speech</strong>，一种精心准备的演讲（即时演讲）</p>
<p><strong>直播 Live</strong>，更多的互动性，即时反馈</p>
<p><strong>公开课 Class</strong>，交流自己的想法和方式，垂直领域有体系化的思路，短视频的出书。</p>

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          <div class="post-toc motion-element"><ol class="nav"><li class="nav-item nav-level-2"><a class="nav-link" href="#面向绩效编程"><span class="nav-number">1.</span> <span class="nav-text">面向绩效编程</span></a><ol class="nav-child"><li class="nav-item nav-level-3"><a class="nav-link" href="#绩效-Performance"><span class="nav-number">1.1.</span> <span class="nav-text">绩效 Performance</span></a><ol class="nav-child"><li class="nav-item nav-level-4"><a class="nav-link" href="#绩效的意义"><span class="nav-number">1.1.1.</span> <span class="nav-text">绩效的意义</span></a></li><li class="nav-item nav-level-4"><a class="nav-link" href="#成功案例"><span class="nav-number">1.1.2.</span> <span class="nav-text">成功案例</span></a></li></ol></li><li class="nav-item nav-level-3"><a class="nav-link" href="#金钱困境"><span class="nav-number">1.2.</span> <span class="nav-text">金钱困境</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#贫穷的本质"><span class="nav-number">1.3.</span> <span class="nav-text">贫穷的本质</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#薪资瓶颈"><span class="nav-number">1.4.</span> <span class="nav-text">薪资瓶颈</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#谈薪资本"><span class="nav-number">1.5.</span> <span class="nav-text">谈薪资本</span></a></li></ol></li><li class="nav-item nav-level-2"><a class="nav-link" href="#跳出绩效应试的泥潭"><span class="nav-number">2.</span> <span class="nav-text">跳出绩效应试的泥潭</span></a><ol class="nav-child"><li class="nav-item nav-level-3"><a class="nav-link" href="#职场格局"><span class="nav-number">2.1.</span> <span class="nav-text">职场格局</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#从单一考虑自己绩效走出来"><span class="nav-number">2.2.</span> <span class="nav-text">从单一考虑自己绩效走出来</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#绩效目的"><span class="nav-number">2.3.</span> <span class="nav-text">绩效目的</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#如何发散自己的思维"><span class="nav-number">2.4.</span> <span class="nav-text">如何发散自己的思维</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#一味埋头苦干的影响"><span class="nav-number">2.5.</span> <span class="nav-text">一味埋头苦干的影响</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#为了加班而加班"><span class="nav-number">2.6.</span> <span class="nav-text">为了加班而加班</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#小明的加班"><span class="nav-number">2.7.</span> <span class="nav-text">小明的加班</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#加班的意义"><span class="nav-number">2.8.</span> <span class="nav-text">加班的意义</span></a></li></ol></li><li class="nav-item nav-level-2"><a class="nav-link" href="#勇攀高峰"><span class="nav-number">3.</span> <span class="nav-text">勇攀高峰</span></a><ol class="nav-child"><li class="nav-item nav-level-3"><a class="nav-link" href="#了解公司的绩效体系"><span class="nav-number">3.1.</span> <span class="nav-text">了解公司的绩效体系</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#收买老员工拯救自己"><span class="nav-number">3.2.</span> <span class="nav-text">收买老员工拯救自己</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#改善绩效必杀技"><span class="nav-number">3.3.</span> <span class="nav-text">改善绩效必杀技</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#代码重构"><span class="nav-number">3.4.</span> <span class="nav-text">代码重构</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#汇报方式的问题"><span class="nav-number">3.5.</span> <span class="nav-text">汇报方式的问题</span></a></li></ol></li><li class="nav-item nav-level-2"><a class="nav-link" href="#道歉降低负面效应"><span class="nav-number">4.</span> <span class="nav-text">道歉降低负面效应</span></a><ol class="nav-child"><li class="nav-item nav-level-3"><a class="nav-link" href="#错误的道歉"><span class="nav-number">4.1.</span> <span class="nav-text">错误的道歉</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#正确的道歉"><span class="nav-number">4.2.</span> <span class="nav-text">正确的道歉</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#绩效瓶颈"><span class="nav-number">4.3.</span> <span class="nav-text">绩效瓶颈</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#跳槽时机"><span class="nav-number">4.4.</span> <span class="nav-text">跳槽时机</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#填写绩效考核表事项"><span class="nav-number">4.5.</span> <span class="nav-text">填写绩效考核表事项</span></a></li></ol></li><li class="nav-item nav-level-2"><a class="nav-link" href="#突破你的瓶颈"><span class="nav-number">5.</span> <span class="nav-text">突破你的瓶颈</span></a><ol class="nav-child"><li class="nav-item nav-level-3"><a class="nav-link" href="#如何创新持续发展"><span class="nav-number">5.1.</span> <span class="nav-text">如何创新持续发展</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#凸显本我"><span class="nav-number">5.2.</span> <span class="nav-text">凸显本我</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#如何提升个人影响力"><span class="nav-number">5.3.</span> <span class="nav-text">如何提升个人影响力</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#TRIZ实践"><span class="nav-number">5.4.</span> <span class="nav-text">TRIZ实践</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#如何写下你的想法，分享"><span class="nav-number">5.5.</span> <span class="nav-text">如何写下你的想法，分享</span></a></li><li class="nav-item nav-level-3"><a class="nav-link" href="#录下你的想法"><span class="nav-number">5.6.</span> <span class="nav-text">录下你的想法</span></a></li></ol></li></ol></div>
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